Issue - meetings

The Human Resources and Organisational Development Manager introduced the report which concerned the wellbeing and sickness absence of the Council’s employees. He said that generally absence was under UK averages and below targets.

The Human Resources and Organisational Development Manager said that the Council supported its workforce with its Occupational Health Line, which was being reviewed in 2024 to ensure it gave best service, and with its Employee Assistance Programme, which offered advice and mental health support. He said that Mental Health First Aiders were also being explored in 2024.   

The Chair thanked the Human Resources and Organisational Development Manager for this report and said that the Council had a lot of support for its employees.

Councillor Deffley sought clarification of when the Council’s blended working policy began.

The Unison Representative said that blended working began following the Covid-19 pandemic, and offered employees the opportunity to work a 50/50 split between home and the office (or workplace).

Councillor Deffley asked if blended working had any impact on the duration of sickness and sickness patterns.

The Human Resources and Organisational Development Manager said that from his background in Human Resources, he knew that generally blended working had decreased the level of short-term sickness. 

Councillor Swainston said that the report showed that the Council’s short-term sickness was above their target, but lower than the local authority average.

The Human Resources and Organisational Development Manager said that this may be a metric, and that he would clarify this with officers and include confirmation in his next report.

It was moved by Councillor Deffley and seconded by Councillor Hollebon, that the recommendations, as detailed, be approved. After being put to the meeting and a vote taken, this motion was declared CARRIED.

RESOLVED – that the annual Employee Health and Wellbeing Report 2023/24 including the actions (in section 8.0) planned for 2024/25 be considered and any comments be provided to the HR and OD Service Manager.